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Step 4: Recruiting

Access talent within a niche market

Working with students gives you early access to talent, before they enter the more competitive graduate jobs market. This means you should run your recruitment process in the same way as for any other prospective employee, to ensure:

  • Fair and equal access for a more diverse talent pool and workforce, including non-discriminatory recruitment of student visa holders (Equality Act 2010)
  • Clear information about the opportunity, to avoid time-wasting
  • Honest description of any future prospects, to optimise outcomes

All information around Recruiting & Experience is based on the 'gold standard' of work experience, for example an internship or placement and is informed by current good practice as defined by the Chartered Institute of Personnel and DevelopmentLink opens in a new window and professional careers bodies ASET and AGCAS. Please select the information you find useful to inform your chosen types of opportunity.


Advertise for FREE using our myAdvantage jobs portal, optimise your offer for the student market

Shortlisting & Selection

How to shape your shortlisting and what selection methods you might consider

Making offers

Understand the various roles and responsibilities of the student, the University and recruiting organisations

Pay & Agreements

Understand your responsibilities and what is appropriate for your role

Outsource your recruitment Process

If you want to outsource the recruitment and selection process, either in whole or in part, you can use a temping agency, or access the University's own agency, Unitemps. Unitemps has access to Warwick students who are keen to learn and develop.

"For Employers, all the other element of good people management will achieve nothing if you have the wrong people in the wrong jobs"

Kevin Green, Chief Executive, REC, 'The Good Recruitment Campaign, Resourcing the right way'.